Laurie Robins Haden | Fall 2025
Negotiating your compensation isn’t about ego—it’s about aligning your value with your rewards. As a legal executive, your decisions shape enterprise risk, drive complex transactions, and influence boardroom outcomes. Yet, many seasoned professionals still enter salary conversations underprepared or overly deferential. The truth is, negotiation is a leadership skill. Here are ten strategic approaches—each with a real-world application—to ensure your compensation reflects the scope, responsibility, and business impact of your role.
1. Shift Your Mindset: You’re Not Asking—You’re Aligning
Negotiation is not a personal favor. It’s a business conversation.
Example: Instead of saying, “I was hoping for more,” say: “I’d like to align compensation with the scope of legal oversight I’ve assumed this year.”
2. Prepare a Business Case, Not a Wish ListYour ask should be supported by performance metrics and enterprise outcomes.
Example: “Last fiscal year, we resolved $22M in pending litigation with zero payouts. We also renegotiated supplier contracts that saved the company $4M. I’d like to reflect that impact in this discussion.”
3. Anchor with Market DataBring benchmarks and industry comparables to set expectations.
Example: “Based on industry data for General Counsel roles in $1B+ companies, total comp ranges from $450K–$700K. Given my tenure and results, I believe we’re currently below market.”
4. Highlight Enterprise-Level Contributions
Frame your value in cross-functional or board-level terms.
Example: “The compliance transformation I led reduced regulatory audit time by 35%, freeing operations to pursue expansion in three new markets.”
5. Control the OpticsBe intentional about timing and setting.
Example: “Now that Q2 close is behind us and the risk review is complete, I’d like to schedule 30 minutes to discuss forward-looking compensation alignment as we head into 2026.”
6. Negotiate the Full PackageThink beyond base salary—total rewards matter.
Example: “While the base is important, I’d also like to revisit the annual equity award, long-term incentive tier, and a leadership coaching allowance that supports my expanded team oversight.”
7. Use Strategic LanguageAvoid emotional appeals—use professional, measured phrasing.
Example: “With the addition of our global privacy function under Legal, it seems timely to revisit how compensation reflects that increase in scope and responsibility.”
8. Be Ready for SilenceDon’t rush to fill the quiet. Let your proposal land.
Example: After presenting your value case and compensation request, say: “I’d like to pause here and hear your thoughts.” Then stay quiet. Let them process.
9. Manage Objections with ComposureRedirect constraints into collaboration.
Example: If they say, “We can’t adjust base right now,” respond: “I understand. Would it be possible to consider a one-time performance-based bonus or an increase in long-term incentives instead?”
10. Leave with ClaritySummarize next steps, even if the answer is “not now.”
Example: “Thanks for the thoughtful conversation. Just to recap—HR will review market data and get back to us within two weeks. I’ll follow up then.”
In conclusion, negotiation isn’t an event—it’s a strategic leadership skill. Approach it with the same preparation, poise, and power you bring to the boardroom. You already operate at the highest level—make sure your compensation reflects it.
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